SAMPLE PROJECTS

Bio-Pharmaceutical Company

Problem:  Start-up organization required the creation and ongoing management of a human resources department.
Solution:  Created and managed the human resources department on a part-time basis.  Developed policy/employee guides, set performance standards, ensured compliance with regulatory agencies, developed an incentive compensation plan, partnered with senior management and outside organizations to develop a 401(k) plan, responded to employee issues, developed an affirmative action plan and acted as management coach to senior, middle and first-line managers and supervisors.
Result:   Development of a professional human resource function at a lower cost than hiring employees.

Life Insurance Company

Problem:  Lack of a compensation philosophy and a need to incent the management team.
Solution:  Wrote and evaluated position descriptions, established an ongoing evaluation committee of company managers and officers, conducted, summarized, analyzed and interpreted salary survey data, created job grades, established a salary plan including increase budgets and grids.  Created an incentive compensation program for corporate officers including goals, measures, award levels and calculation methodologies.
Result:  The implementation of a consistent pay plan rewarding performance and increasing the sales, profitability and reduction of costs for the company overall.

Pharmaceutical Distribution Company

Problem:  High levels of turnover within the Information Technology department.
Solution:  Created a career pathing model by establishing formalized position descriptions, collecting and analyzing job data and qualifications of current staff and designing multiple job paths for each position.  Conducted a skills inventory of current staff and recommended individualized skills training.
Result:  A significant reduction in employee turnover and the reduction of recruiting costs in hiring experience staff.

Financial Services Company

Problem:  An organization with consistently low morale and a management team with little understanding as to why.
Solution:  Designed and implemented an employee attitude survey by developing a customized questionnaire based on areas of company concern.  Conducted a presentation to all employees, coordinated the mailing and return of completed questionnaires, summarized, analyzed and interpreted the data, made recommendations for resolving issues and implemented project proposals.
Result:  A significant increase in morale generated a positive attitude throughout the organization and increased potential of existing staff members.

Healthcare Products Distribution Company 

Problem:  To increase the performance of the Customer Service Department.
Solution:  Observed and evaluated Customer Service Representatives and Management and recommended and implemented the total reengineering of the department.  Designed and implemented a comprehensive process which included the preparation of policies and procedures manuals, continuous skills training, train the trainer sessions, development of employee structured productivity standards and incentives.
Result:  Results were measured in terms of increased department productivity, higher quality or work compared to previously developed department standards, reduced turnover, a significant reduction in telephone abandonment rate averaging 15% to less than 3% and improved levels of customer satisfaction identified through the Achieving Communication Excellence (ACE) telephone monitoring program.

Regional Commercial Bank 

Problem: Develop college graduates to become loan officers.
Solution:  Created a “hands-on” training program to provide participants with experience in all banking areas with an emphasis on commercial lending.  Conducted a needs analysis, partnered with senior management to develop content, developed and managed rotation assignments, created case studies for presentation to the Loan Committee and designed a compensation philosophy to motivate participants.  Partnered with local colleges and universities and managed the recruitment of graduating seniors.
Result:  An initial savings of $100,000 in recruiting costs and the reduction in external recruiting for experienced (and more costly) talent.